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Managing Through Change

Managing Through Change. Understanding Change. Growth driven by changing needs and objectives Change provokes different responses Some are quick to embrace it; others fight it Try to see it through your employees’ eyes. The Four Stages of Change. Denial Resistance Exploration Acceptance.

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Managing Through Change

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  1. Managing Through Change

  2. Understanding Change • Growth driven by changing needs and objectives • Change provokes different responses • Some are quick to embrace it; others fight it • Try to see it through your employees’ eyes

  3. The Four Stages of Change • Denial • Resistance • Exploration • Acceptance

  4. The Four Stages of Change • Denial • Doubt • Will it make a difference? • Questioning • Is the change really necessary?

  5. The Four Stages of Change • Resistance • Refusal • May become more vocal, criticize the reasoning behind the change • Unwilling to let go of the familiar

  6. The Four Stages of Change • Exploration • Open-minded attitude • Acknowledgement that change might be for the better • Viewed as an opportunity instead of a loss

  7. The Four Stages of Change • Acceptance • Realization that change is working • Embrace new situation as the status quo

  8. Helping Your Employees Handle Change • Strong leadership • Effective communication • Training • Proper allocation of resources

  9. Helping Your Employees Handle Change • Strong leadership • Encourage positive response • Promote commitment to teamwork • Explain impact on job duties • Acknowledge potential hurdles

  10. Helping Your Employees Handle Change • Effective communication • Tell them what you know • Provide frequent updates • Try to get answers to their questions • Explain the timetable of events • Reiterate corporate vision and values

  11. Helping Your Employees Handle Change • Training • Preparation helps people cope with change • Determine your staff’s needs and find ways to provide the training • Encourage opportunities for professional development

  12. Helping Your Employees Handle Change • Proper allocation of resources • Review team goals • Identify needed skills and resources • Partner with other departments • Supplement core staff

  13. Major Types of Organizational Change • Staffing shortages • Layoffs and downsizing • Fast growth • Mergers and acquisitions

  14. Staffing Shortages • Signs of trouble • Frequent mistakes • Missed deadlines • Excessive overtime • High turnover • Absenteeism • Elevated stress levels • Poor customer service

  15. Managing Staffing Shortages • Be proactive • Anticipate important dates, deadlines, demands, vacation schedules and leaves of absence • Delegate responsibilities wisely • Reassign duties to employees who can handle the extra workload • Consider project professionals for short term • Re-examine staffing strategy if problems persist

  16. Layoffs and Downsizing • Explore all other options first • Retrain employees for other jobs in the company • Eliminate redundancy in business processes • Ask employees to volunteer for reduced hours, part-time work or job-sharing • Develop voluntary early-retirement packages • Use temporary workers for short-term needs

  17. Layoffs and Downsizing • If you do have to lay off employees • Manage the message • Consider all factors before you notify your workforce • Determine criteria with other managers • Ensure fairness and consistency across departments • Deliver the news privately

  18. Layoffs and Downsizing • Help remaining staff cope • Tell them how you plan to avoid future layoffs • Increase motivational efforts • Offer extra praise and acknowledgement • Attend to career development of remaining staff • Encourage staff to hone skills that will help them weather professional ups and downs

  19. Fast Growth • Not easy to manage • Causes longing for the past • Criticism can undermine morale • Potentially polarizing effect • One group may resist change, another advocate it • Two sides may find it increasingly difficult to work together

  20. Fast Growth • Encourage employee involvement • Involvement provides a feeling of greater control • Promote ownership of projects • Assign employees one aspect of the overall change • Preserve corporate culture as much as possible • Introduce people to one another • Hold company-wide social events • Publish an employee newsletter

  21. Mergers and Acquisitions • Increase company’s strength in dealing with competition • Gain new efficiencies • Tap new markets • Expand

  22. Mergers and Acquisitions • Address morale and retention issues • Meet with staff to address concerns • Redefine roles and responsibilities • Prepare them for potential changes • Implement a mentoring program • Help new employees acclimate to your firm

  23. Facilitate Change • Strong leadership • Effective communication • Adequate training • Flexibility • Proactive approach

  24. Managing Through Change rhfa.com

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